1. What is the vision of the ministry/institution?  What is the mission?  How does the ministry/institution develop and document its vision and mission that reflects the organization’s philosophy and values?  How does the organization ensure that its vision and mission are guiding the organization in the appropriate direction?
2. How does the ministry/institution ensure the staff commitment of the code of conduct and ethics of the career?
3. How does the ministry/institution ensure the institutional integrity away from corruption?
4. What are the core values of the ministry / institution? And how does the ministry / institution ensure disseminating, and preserving and promoting these values? And how do these values encourage the transparency and focusing on achieving the best results and customer service, taking into consideration the equal opportunities?

1. What are the national goals and royal initiatives related to the ministry / institution? What is the mechanism identified? And how is it being implemented?
2. How does the ministry / institution to develop the strategic plan in line with the vision, mission and strategic objectives including those related to national goals and royal initiatives?
3. How does the ministry/ institution review and update the strategic plan?  What are the methods and standards used to make decisions about the strategic plan?

1. Who are the main partners of the Ministry / institution in the process of achieving corporate goals and national goals and royal initiatives? What is the nature of the relationship with them and how it is maintained?
2. How is the coordination initiated with partners to achieve corporate goals and national goals and royal initiatives?
3. How does the ministry / institution ensure giving the priority to the joint national goals and royal initiatives in its relations with partners?

1. How do leaders reflect their commitment to a culture of    excellence and represent the ideal through their personal actions?
2. How does the leadership ensure the preparation, implementation and improvement of management systems for the ministry / institution?
3. How does the leadership help to entrench a culture of excellence among the staff of the ministry / institution?
4. How does the ministry / institution encourage the staff to work in the spirit of a teamwork, continues learning and creativity? 

1. How does the ministry / institution empower the staff and give them the powers associated with the nature of their work and at all managerial levels, especially those who work regularly and directly with the customers, to be able to respond quickly and appropriately to the needs of the customers?

 

Factor 3: Social Responsibility (15 marks)

Does the ministry / institution identify and determine its role in the field of social responsibility? And how to identify community needs and the areas where it needs support? How does the Ministry / Institution play its role in the society through efficient use of resources such as water, energy and raising the efficiency of using them and the use of alternative energy if possible? How does the ministry / institution build a culture that supports maintaining the resources?

1. How does the ministry / institution do the follow-up process and review the level of implementation and the achievement of the strategic plan and the performance as an institution? How can we translate the results of its review of the strategic plan?
2. What are the main quantitative and qualitative performance indicators of the ministry / institution? And how does the ministry / institution ensure objectivity in the selection and evaluation of performance indicators?
3. How does the ministry / institution measure the progress in achieving institutional objectives?
4. What are the methodologies used by the ministry / institution to measure the levels of achievement of performance indicators? And how corrective action is taken when any error occurred?

 

The results of Leadership criterion:

Trends, Targets, Cause-and-effect relationships and comparisons for the following results must be clarified: Results of achieving the institutional goals, including those    related to national goals and royal initiatives. The results of social responsibility, including the results of the rationalization of water consumption, energy and raising the efficiency of using them. Results of equal opportunities in general and in terms of gender in particular and the results of social responsibility towards the people with special needs.

1. Key leader.
2. Human Resources Director.
3. Different customers.
4. Public Relations.
5. Financial Director.
6. Random selection of directors from different managerial levels.
7. People have a key leadership role or a Director from a partner institution. 

1. How does the ministry/institution forecast to anticipate its future and current needs of human resources?

1. Does the ministry/institution have a succession planning program?  If so, how are candidates for the program selected and trained?  How does the organization ensure that the program is managed in an objective, fair, and transparent way taking into consideration the equal opportunities?

1. What are the organization’s recruitment, selection, and hiring policies?  How do they ensure applying the transparency and equal opportunities principle and the timely employment of the appropriate number of qualified staff needed to meet the organization’s objectives?

1. Is it available to the ministry / institution a guideline of the job descriptions for all positions approved by the organizational structure? And how to be prepared, when and how is it updated?
2. How do the ministry / institution ensure the perfect use of human capital? What are the methodologies used by the ministry / institution to ensure the application of the use of job descriptions effectively?

 

Factor 3: Internal Communications (10 Marks)

Describe the methodology of the internal communications process which is used by the ministry/institution, including the target categories and the tools used.  And how to ensure effective application of the methodology? Factor 4: Evaluation of staff performance (15 Marks)   What are the methodologies used by the ministry / institution for linking individual performance to organizational performance? Does the ministry / institution develop indicators to measure the performance of its employees? If so, how is the performance of its employees evaluated in accordance with the assessment tools and / or a specific methodology? And how to use evaluation results in helping employees improve their performance? Factor 5: Rewards and Incentives (15 marks)   How do the ministry / institution reward the good performance and motivate staff to strive towards excellence? How does the motivation encourage of excellence consistent with the institutional goals? What methodologies are used by the ministry / institution to ensure the application of mechanisms for rewards and incentives are being objective, fair and transparent?

1. Does the organization have an employee training plan?  If so, describe how training needs are prioritized, and how the plan is being implemented?
2. How the organization benefits from the training program, and how the program’s benefits are measured against the costs?

1. Does the ministry / institution have a plan to develop the skills and abilities of the leaders and managers? And how does it measure the benefits accomplished from this program in comparison with the costs related?

1. How does the ministry / institution ensure the enhancement of the relations between the employees?
2. How does the organization ensure a healthy, safe work environment for all employees?

1. How does the ministry / institution identify and meet the needs of staff and their interests?
2. How does the ministry / institution identify staff with high performance? What are the methods and methodologies used to maintain them?
3. How does the ministry / institution collect suggestions and complaints from employees and how does it measure their satisfaction accurately and objectively? And how does it use the results of analysis in order to meet their needs and improve the satisfaction of the ministry / institution?

Trends, Targets, Cause-and-effect relationships and comparisons for the following results must be clarified:

1. Results of employee satisfaction for the ministry / institution.
2. Results of the evaluation of staff performance.
3. Results of employees retention. 

§   Human resources planning forms.

§   Plan of replacement and succession planning .

§   Guide cards description and job classification and symbols.

§   Recruitment policies.

§   Recruitment plan or re-distribution.

§   Methodologies for internal communication.

§   Results of performance appraisal and the linkage with the training plan.

§   Performance appraisal policy.

§   Instructions of rewards and incentives.

§   Short-term implementation plan for human resources.

§   Medium-term human resources plan.

§   Training plan and the administrative development and budget.

§   Documents showing measuring the employees satisfaction.

§   Career welfare plans.

§   Documents showing the results of people criterion.

1. Director of Training and Development.
2. Director of Human Resources.
3. Director of Quality Management.
4. Financial Director.
5. Director of Planning.
6. Director of Public Relations.
7. Random selection of employees in the different administrative levels.

1. How does the ministry / institution design its product and service delivery processes?  How does the ministry / institution ensure that related processes interact smoothly, both within the ministry / institution and with external partners?

1. How does the ministry / institution select the processes and procedures that need to be streamlined and developed in order to improve the level of service?
2. How does the ministry / institution streamline and develop its processes and procedures? And how does the ministry / institution ensure that the concerned employees are trained on the updated process and procedures?
3. How does the ministry / institution ensure the effectiveness of streamlining and developing of processes and procedures?

1. How does the ministry / institution gather information about customer needs and expectations?  How does the organization use this information to improve customer service?

1. What is the mechanism used by the ministry / institution to deal with customer suggestions and complaints?
2. What is the level of customer satisfaction with the ministry / institution, and how does the ministry / institution assess this?  How does the ministry / institution set internal measure indicators to customer satisfaction? How does the ministry / institution prioritize and plan activities to improve customer satisfaction?

1. Describe the methodology used by the ministry / institution in the external communication, including the targeted segment and the used tools, and how does it ensure the effectiveness of applying the methodology?
2. How does the ministry / institution ensure that the customer and concerned people are informed on the latest updates that affect them?
3. What is the mechanism used by the ministry / institution to inform customers and concerned segments on how the process of service delivery is going on?

People who will be contacted:

Key Leader. Person responsible for knowledge management. Director of Information Technology. Director of Personnel Affairs. Random selection of managers and staff at different levels

1. How does top management adopt knowledge management concept?
2. How does the ministry / institution promote awareness of the importance of knowledge management among staff? How does it ensure staff commitment and participation in knowledge management?
3. How does the ministry / institution encourage staff knowledge sharing and re- using?

Factor 1: Data and Information (15 Marks)

1. How does the ministry / institution identify the most important data and information that should be available to make the proper decisions?
2. How does the ministry / institution ensure that decision making process is based on real and documented information?

1. Describe the methodology used by the ministry / institution to identify its implicit and explicit knowledge locations?
2. What are the main threats to the ministry's / institution's knowledge assets, including the implicit and explicit knowledge that exists in the minds of employees? How does the ministry / institution minimize these threats to ensure that knowledge is protected?
3. How does the ministry / institution take advantage of staff constructive proposals and creative ideas about the continues improvement process?
4. How to distribute and disseminate the existing knowledge within the ministry / institution? 

1. Does the ministry / institution have a knowledge management strategy that is linked to the ministry / institution strategy? If so, how it is prepared and developed?
2. How is the knowledge management strategy implemented?

1. Describe the methodology used by the ministry / institution to secure information? How does this methodology ensure that relevant employees have easy access to the information in need at the right timing?
2. What are the methodologies used by the ministry / institution to keep its information confidential and secured ? How does the ministry / institution ensure its effectiveness?

 

Factor 3: Review and Assessment (30 Marks)

How does the ministry / institution assess the results of its knowledge management strategy? What is the key performance indicator the ministry / institution uses to measure success?  How are they determined?

Trends, Targets, Cause-and-effect relationships and comparisons for the following results must be clarified:

1. Key performance indicators to measure to what extent knowledge goals are achieved and the level of success in achieving them 

Documents requested for Knowledge criterion:

• Knowledge management strategy document.
• Knowledge maps.
• Evidences on internal knowledge transfer process.
• List of vital knowledge assets in the ministry / institution.
• Documents of external knowledge needs.
• Archiving and documentation system.
• Documents  showing information access authorities   
• Information security and protection system
• Documents showing knowledge criteria results.

People who will be contacted:

1. How does the ministry / institution plan, prepare and manage its budget? How does it set its projections for the revenues/ collecting revenues and expenditures?
2. How does the ministry / institution link the process of the estimated budget preparation with its strategic plan?

1. How does the ministry / institution make decision for re-allocating financial resources to various departments and programs inside the ministry / institution?

1. Describe the current accounting system.  What are its strengths and weaknesses?
2. How do the ministry’s / institution's financial reports help managers at all levels take right decisions? 

Factor 2. Procurement (15 Marks)

Documents Requested for the Finance criterion:

• Financial management short, medium and long-term strategy.
• Budget preparation timetable.
• Budget preparation process.
• Allocating financial funds after budgeting.
• Performance indicators follow up report.
• Procurement Policy.
• Financial situation.
• Financial report (Financial statement).
• Financial Monitoring documentation.
• Achievement reports.
• Accounting or monitoring results.
• Documented financial recommendations to decision makers.
• Documents showing Financial criteria results

People who will be contacted: